Who it's for
Built for the people who carry culture
Whyser Work removes burden, it doesn't add it. It's one source of truth for the people who are accountable when culture, retention or compliance goes wrong, and who rarely get the visibility to match the responsibility.
The right fit
The organisations it fits best
Whyser Work is built for medium-to-large employers, roughly 100 to 5,000 people, across Australia, New Zealand and Papua New Guinea.
That's a deliberate band. You're too big for the small-business tools that stop scaling, and you don't need the price tag or the US-centric assumptions of the enterprise platforms, which don't localise for the WHS obligations you actually carry. Multi-site and trans-Tasman employers are the sweet spot, because managing a patchwork of state and national rules from one system is exactly what Whyser Work is built for.
It tends to fit best where the stakes on culture and psychosocial risk are highest: healthcare and aged care, mining and resources, construction, financial and professional services, education, and government and not-for-profits.
By role
The leaders it's built for
Chief People Officers and HR directors
You own culture, engagement and retention, usually with less real-time data than the responsibility deserves. Whyser Work gives you organisation-wide culture data, psychosocial-risk indicators, engagement benchmarks and compliance-ready reporting, in one platform instead of six.
CEOs and executive teams
You need strategy to land with real people, and you now carry a director's duty of care on psychosocial safety. Whyser Work shows you whether your strategy is reaching the ground, and gives you the evidence that you're meeting your obligations.
WHS, safety and risk leaders
The psychosocial-hazard duty landed on your desk, and a survey template isn't enough to discharge it. Whyser Work measures the recognised hazard areas continuously and keeps the audit-ready record of what you found and what you did.
Line managers
You're the person your team actually experiences. Whyser Work hands you your team's pulse, the conversation prompts, and the development suggestions, so leading people gets easier, not heavier.
The trigger
When organisations come to us
Most conversations start with a specific trigger: a new psychosocial-regulation deadline, a poor pulse result, a turnover spike, a restructure or merger, a new CPO settling in, an annual-review process that finally broke, or simply "we have too many HR tools and none of them talk."
If any of those sound familiar, it's worth a conversation.
Not sure you're the right size?
Under 50 employees, get in touch anyway. Minimum thresholds apply, but we'll work through the right arrangement with you directly.
See whether Whyser Work fits your organisation.